The goal of this research was to examine internal and external validity of organizational justice perception questionnaire. The research was conducted on 537 employees of various organizations in the area of Osijek, Rijeka, Karlovac and Zagreb. Participants completed an organizational justice perception questionnaire and job satisfaction questionnaire. Results of confirmatory factor analysis indicated that organizational justice perception questionnaire consists of three factors – procedural, distributive and interactional justice. Results of hierarchical regression analyses suggested that perception of procedural justice was the strongest predictor of satisfaction with promotions. Perception of distributive justice was the strongest predictor of pay satisfaction and perception of interactional justice was the strongest predictor of job satisfaction, satisfaction with coworkers and satisfaction with supervisor. Results of independent samples t-test showed that there was no difference in perception of procedural, distributive and interactional justice regarding sex of participants. Results of one-way analyses of variance revealed that there was a difference in perception of procedural justice regarding age of participants. In addition, it was shown that there was a difference in perception of interactional and procedural justice regarding tenure. Finally, it was shown that there was a difference in perception of interactional, distributive and procedural justice regarding educational level and participants position in organization.